People: The Last Competitive Advantage

Come Recommended

Aug. 13, 2014, 8:04 AM

There are some things all successful businesses must have in order to stay in the game. A unique product or service, strong online presence, financial stability and excellent customer service are just a few of the many qualities businesses in today's day and age should possess.

Much goes into setting up and maintaining a business however, logistics and operations can be mimicked by your competitors. Your process, technology, and business model will be judged the second your company announces its launch. If it's impressive, several will follow suit and possibly become your competitors. So, how can companies differentiate themselves from their competitors?

While branding, business models and processes can be copied, the people on your payroll cannot. Companies can do their best to be unique, but at the end of the day it is the people behind the cash registers, computers and phones that make a difference. From being a pleasure to work with, to being the most knowledgeable asset for customers, people are the only unique asset for companies today. Hiring someone is easy, but hiring the right person takes patience and is usually worth the extra effort.

Imagine resumes without job descriptions — or better yet, imagine having to hire employees without conducting job interviews. While a position is uniform throughout for workers at a company, the way they talk about the experience and carry themselves sets them apart from their competition.

Does it really matter to a hiring manager whether their a candidate previous hails from Pepsico or Coca-Cola? The answer is no. While both are household names, what truly matters is the person and what qualities he or she possesses that makes them a great employee.

So, what are some things you can do to try and ensure quality hiring?

Start off by not stopping at a resume. If you come across an impressive resume, dig deeper and take a look at the potential employee's online portfolio. It may be easy to fill up a page with job function jargon; however, a portfolio will provide a deeper look into the kind of work a candidate can produce.

If the job function is in an industry that does not require portfolios, at least see how the candidates conduct themselves online. See what they like to tweet about and what sorts of recommendations they have on LinkedIn. With all the social media in today's world it is not wise to forget to at least Google a candidate's name.

Finally, do not dismiss the idea of checking up with as many references as you can. The more people that can vouch for the candidate, the higher the chance that they will make a positive impact within your organization. Getting a feel for how well the candidate works with others and their ability to make a significant impact will go a long way in the hiring process.

Companies can spend millions on equipment, technology and office spaces, but without a strong and dedicated workforce, it will be much harder to get a return on the investment. Employees are the ones that can make suggestions to improve the business, bring on new clients and create a positive image for the company.

Has your company embraced the idea, "Our people are our greatest asset?"

Ryan Mack is a partner at TruYuu, an online service that helps people present themselves as more than just a resume to employers. You can connect with Ryan and the TruYuu team on Facebook and Twitter.